Purpose Of Organization Research Articles

Memahami Konsep Dasar Organisasi dan Manajemen

Nowadays, organization and management are very important in almost every field of human life. Therefore, in order to live this life well, we should have understood the basic concepts of organization and management first. The purpose of this research is to be able to know and understand the basic concepts in organization and management in detail and clearly. The research method used is descriptive qualitative research method with literature study data collection technique. The results of this study include the basic concepts of organization, which are as follows: (1) definition, (2) purpose, (3) elements, and (4) types of organizations. In addition, the results of this study also include the basic concepts of management, namely as follows: (1) definition, (2) elements, (3) scope, (4) objectives, (5) functions, (6) processes, (7) general principles, along with (8) types in management. The conclusion of this research is that organization and management have a close relationship because management is an important element in the success of an organization.

Re‐Purposing Business Schools: Potential, Progress, and Precarity

AbstractWith recent management studies of organizational purpose concentrating on the reactions of corporate elites to external change stimuli, little attention has been given to the emergent phenomenon of internally‐driven business school re‐purposing. Breaking with a tradition of incremental change in the field, re‐purposing denotes a transformational process that arises from business school leaders' attempts to focus their organizations on the pursuit of their purpose to enhance the public good, from management scholarship and the way that business schools operate. This paper frames business school re‐purposing as the endogenous enactment of a purpose logic, and it draws from early cases in the UK and France to present an analysis of the leadership activity involved. The potential for further business school re‐purposing is assessed critically with reference to general challenges of infusing purpose into organizations, and the specific threats posed by a field that is dominated by a countervailing logic of purpose, a conservative approach to management, and increasing financial pressures.

The Tango to Modern Collaboration and Patient-Centric Value Generation in Health Care – a real-world guide from practitioners for practitioners

Background Value-Based Health Care (VBHC) represents a pivotal shift from volume-based to outcome-driven quality metrics centered on patient-valued outcomes. This approach requires collaboration across all participants in the health care value chain; providers, payers, pharma, policymakers and patients (collectively known as the 5Ps). Despite substantial theoretical endorsement of VBHC’s potential for improving health outcomes and system efficiency, empirical evidence detailing its practical implementation remains limited. This field study evaluates the real-word implementation of VBHC within a health care organization. Methods In 2022, a health care collaboration Think Tank initiated this investigation during a breakout session, gathering insights from 12 leading international organizations to construct an empirical VBHC transformation reference guide. Real-world data was collected through structured interviews over a 1-year period, covering the 5 P value chain in various healthcare settings. The VBHC initiatives were analyzed through four stages: initiation, data acquisition, collaborative frameworks, and results evaluation. Results The 12 interviews identified five key enablers for successful VBHC implementation: 1. Organizational Purpose: defining core motivators for change; 2. People: identifying pivotal roles and leadership to endorse change; 3. Resources: securing personnel and financial support; 4. Data Infrastructure: developing interoperable IT systems for effective data sharing and collection; 5. Execution: prioritizing sustained implementation processes. Conclusion The findings highlight that VBHC implementation and adoption is complex and requires incremental advancements, dedicated leadership, and resilient strategic framework spanning over multiple years. A comprehensive understanding of patient populations, risk stratification, and appropriate outcome metrics are essential to measure and deliver the VBHC transformation. Executive endorsement and transition funding during the transformation process are paramount to support this systemic shift. Collaboration among all 5 P stakeholders is essential for success. This field study underscores the importance of continuous learning and adaptation, providing a practical guide to enhance health care quality and efficiency that serves all stakeholders.

Charities and politics: where did we go wrong?

AbstractThis paper examines a long-standing doctrine in charities law – that if an organisation's main purpose is political then it cannot be charitable. This doctrine is not without controversy because it has the potential to exclude many worthwhile organisations from charitable status, and fetter worthwhile advocacy by those that do have status. While no jurisdiction remains unwaveringly committed to the orthodox political purpose doctrine, we argue that none so far have confronted the public benefit – and detriment – of political advocacy adequately. This paper proposes a way of assessing the public benefit of political advocacy in liberal democratic societies. It argues that political advocacy can give rise to clear public benefit: this is an indirect or process benefit associated with advocacy itself regardless of the end advocated for. However, recognising political advocacy purposes as charitable should still be subject to two constraints: the altruism requirement (reflected in the ‘public’ aspect of public benefit); and consistency with liberal democratic values (as part of the ‘benefit’ aspect). These constraints are needed because, while political advocacy can generate benefit, detriments may also be associated with political advocacy.

Inspiring Purpose: How Defining a Clear WHY Drives Organizational Success

This article builds a robust business case for purpose-driven leadership, demonstrating through research and industry examples how effective leaders who clearly articulate an inspiring organizational purpose can drive significantly higher employee engagement, customer satisfaction and loyalty, as well as superior long-term financial performance - with purpose-oriented companies consistently outperforming peers. The paper outlines a comprehensive framework for understanding leadership as a process of influencing a group towards common goals, and highlights how defining a compelling "why" or purpose is central to this, going beyond just holding formal authority. Practical strategies for implementing purpose-driven leadership are provided, using examples from companies like Patagonia and Microsoft to illustrate the positive outcomes, as the paper makes a compelling argument that in today's interconnected world, leaders who can inspire stakeholders with a clear and motivating sense of purpose are best positioned to maximize organizational potential and achieve sustained success.

The Impact of Purpose-Driven Organisation and Organisational Change Capability to the Performance of Muhammadiyah Hospitals in the Pandemic Era

Organizational performance might indirectly be impacted by the variable of purpose-driven organization (PDO). Mourkogiannis (2014) defines organisational purposes as a set of values and beliefs that defines the organisation, the purpose inspires and motivates the organisation's employees, too. This purpose also becomes a reason for doing or creating things. Muhammadiyah hospitals have determined their purpose as inclusive health services and it is strongly reflected in the message of Muhammadiyah founding father, KH Ahmad Dahlan. When inaugurating the PKO Muhammadiyah Clinic in Yogyakarta in 1923, he said that: "the purpose of PKO is to help everyone in sorrows by using the principles of Islam, not by dividing the nation and religion" (Thohari, 2021). Purpose-orientation means having purposes or concrete objectives for the benefit of all communities by providing wider services, which is beyond its financial performances (Henderson, 2019). This study has the objectives to confirm a few previous study results on Organizational Performance (OP) and the organisation's change capability (OCC) as the mediating variable. This study employs quantitative data analysis using Structural Equation Model (SEM). This study addresses three hypotheses. Hypothesis 1 of the study is proved that improving PDO will lead to an improvement in OCC by 0.945. Hypothesis 2 of the study has confirmed that improvement in OCC improves OP by 0.795. Hypothesis 2 of the study proves that OCC has a positive impact on OP. Meanwhile, hypothesis 3 is proved that there is a structural relationship between PDO and OP in a form of indirect impact to OCC as mediating variable. This study differs from previous studies as the study: 1) determines the objects are Muhammadiyah Hospitals which applies the social entrepreneurship organisation (SEO) ownership model and OCC; 2) the study period is set during the COVID-19 pandemic which significantly impacts the healthcare industry.

Finding Fulfillment: Leveraging Meaningful Feedback to Boost Worker Engagement

This article explores how organizations can design more meaningful feedback practices to boost employee engagement. Drawing on academic literature linking feedback and engagement, key drivers of the connection are identified, such as fulfilling psychological needs for competence and purpose. The brief then advocates shifting feedback focus from retrospective evaluations to forward-looking development centered on learning, growth opportunities, and stronger role alignment. Practical application examples across industries including healthcare, education, technology, and manufacturing demonstrate embedding feedback within organizational purpose and contextual priorities. Additional implementation strategies are offered, such as framing managers as coaches, emphasizing continual check-ins over annual reviews, rewarding continuous learning, and soliciting worker feedback. The conclusion asserts that by reframing routine feedback interactions to stimulate motivation, skills, and purpose-driven work, companies can transform this tool into a key lever for fostering enduring employee commitment, dedication, and fulfillment.

Providing Steady Guidance in Uncertain Times: What Employees Need from Leaders

The COVID-19 pandemic has ushered in a period of significant uncertainty for businesses and their employees, as organizations navigated lockdowns, remote work transitions, and economic volatility, looking to their leaders for stability, direction, and support during this ambiguous and changing time when effective leadership is most critical. While the specific needs of employees in an environment of prolonged uncertainty have not been fully addressed, this article explores key leadership behaviors and practices that can bolster employee morale, engagement, and well-being during turbulent times based on guiding principles of transparency, empathy, and a long-term vision that will best position leaders to weather uncertainty. Specifically, research suggests employees need clarity and communication through frequent, transparent updates; psychological safety and support addressing well-being, resilience, and pressure points; meaningful work and growth connecting responsibilities to purpose and fostering development; and collaboration and teamwork through designated teams solving problems and preventing isolation. The article provides targeted recommendations, such as regular all-hands meetings, central information channels, frequent check-ins, establishing counseling resources, assessing workload priorities, articulating organizational purpose, rotational assignments, cross-functional task forces, and virtual team building. Industry examples illustrate specific strategies like increased communications in tech, manager "walk-arounds" in hospitality, banking course subsidies, retailers' rapid response teams, and appreciation gestures in utilities. In conclusion, effectively guiding employees through prolonged uncertainty depends upon leaders upholding principles of transparency, empathy, and vision while attending to the crucial needs of clarity, safety, purpose, and togetherness to strengthen organizational resilience through challenging times.

Organizational purpose and employee motivation: an fsQCA analysis

PurposeOrganizational Purpose (OP) has become increasingly important in the organizational context. This research focuses on how OP can contribute to employee motivation, using personal and institutional OP factors and considering the importance of employee motivation toward organizational success.Design/methodology/approachTo conduct the research, we selected a branch of a leading multinational company in the chemical sector. Based on data collected through a questionnaire sent out to employees and using fuzzy-set Qualitative Comparative Analysis (fsQCA), we identified combinations of individual and institutional OP factors leading to high (or low) employee motivation.FindingsThe results reveal that individual and institutional OP factors synergistically promote high employee motivation. The employees' contribution to the OP and the integrity of the organization’s leadership are two key motivating factors.Practical implicationsOrganizations struggle to develop sustainable competitive advantages in an ever-competitive environment. Focusing on the “why” instead of the “how” may help organizations differentiate and achieve higher employee motivation. This research clarifies how to turn purpose into an asset to improve employee motivation.Originality/valueThe conclusions highlight the need to share the OP through leadership actions and the importance of helping workers recognize the OP and its values, integrate them into their actions and feel how they contribute to its achievement.

Лицензирование изъятия и хранения органов и (или) тканей человека для трансплантации: правовые проблемы и решения.

The article examines the problem of licensing medical activities related to the removal and storage of human organs and (or) tissues for transplantation purposes in medical organizations that are donor bases. It is proposed to understand donor bases as medical organizations in which or on the basis of which the collection and procurement of human organs and (or) tissues is carried out for the purpose of their subsequent transplantation in medical organizations that directly carry out transplantation of human organs and (or) tissues. The authors show legal gaps in the current legislation, which lead to difficulties in licensing these types of activities for both licensing authorities and medical organizations. A rationale for possible ways to solve these problems is presented and specific proposals for amending current legislation are presented.

Multi-Level Approaches to Fetal Alcohol Spectrum Disorders Prevention Education and Training for Health Professionals.

Alcohol-exposed pregnancies, which can lead to fetal alcohol spectrum disorders (FASDs), is one of the most common preventable causes of lifelong intellectual and developmental disabilities in the U.S. Healthcare teams can play a critical role in preventing FASDs; however, they are currently unprepared to do so. Training can remediate this problem. This article explores the different approaches to the education and training of healthcare providers around FASD prevention used by six Centers for Disease Control (CDC)-funded programs, and how they have been adapted to (1) the specific needs of the healthcare professionals and/or the clinical setting and (2) the challenges posed by the COVID-19 pandemic. This article offers an in-depth description and comparison of the models utilized by the programs described, detailing the challenges of each model as well as the adaptations made. Interdisciplinary collaboration and review highlights these models and offers a variety of solutions and lessons learned that can be implemented in similar practice settings and/or educational initiatives. Based on organizational structure (i.e., national organization, educational institution, and clinical settings) and program purpose, different methods were employed for FASD education. Some programs were focused on FASD prevention through staff training and alcohol screening and brief intervention/clinical intervention and others were focused on broadscale professional education and awareness. Improvements were made on an ongoing basis as challenges related to COVID-19, staff shortages, and patient and clinician discomfort were identified, resulting in modifications to content and delivery modality (e.g., online forums and use of social media). FASD prevention education is wrought with a variety of challenges related to stigma, discomfort, and misinformation, which these programs encountered in a variety of ways.

The credibility assessment of Twitter/X users based organization objectives by heterogeneous resources in big data life cycle

Social network data, such as Twitter/X, is of Big Social Data type. Big social data describes people's social behaviors and interactions. They have high business value for decision-making in organizations. However, because of the anonymous nature of social network users, their credibility is ambiguous. Credibility expresses the accuracy and value of big social data. Despite extensive research on the credibility of big social data, most methods have not paid sufficient attention to the important dimensions of their assessment, including user expertise based on topic, selecting social network features, and labeling them. Furthermore, these methods cannot manage the time, high volume, and speed of big social data. To address these issues, this paper presents a novel model for assessing the credibility of Twitter/X users by integrating Twitter/X with Google Scholar. The model automatically defines users' credibility labels using Google Scholar. Machine learning feature selection methods also select features that affect the credibility of Twitter/X users based on the topic. This study uses Google Scholar and the BerTopic algorithm for effective topic modeling on Twitter/X. The model considers unrelated data management, dynamic user credibility, and organizing activities based on the Big Data lifecycle. Finally, using Linear Regression, Support Vector Regression, K-Nearest Neighbor, Random Forest, Classification and Regression Trees algorithms, the model predicts the credibility of Twitter/X users and proves that it performed better than similar models through Classification and Regression Trees. In addition, the model is generalizable for all organizational purposes due to the integration of heterogeneous resources and feature selection methods.

Massive Transformative Purpose (MTP) as moderator in the relationship between Culture of Experimentation and Autonomy

The present research seeks to measure the relationship between the culture of experimentation and autonomy and the relationship between both variables when moderated by the organization's massive transformative purpose (MTP). This quantitative and exploratory research was conducted through a questionnaire for decision-makers in 43 medium and large IT companies in Jalisco. The results reveal a significant positive relationship between the culture of experimentation and autonomy, corroborating the first hypothesis of this research. However, according to the analyses to calculate the degree of moderation of the massive transformation purpose variable (moderator variable) to adjust the relationship between the culture of experimentation and autonomy, the results showed that there are no significant relationships, which rejects the second hypothesis of this research.

Higher Purpose, Employees, and the Firm

Abstract I present a theory of organizational higher purpose in which, in addition to profits, the firms’ owners and employees care about a purpose that guides decisions but transcends business goals. This purpose sacrifices profits but serves a greater good that generates positive utility for the owners and employees. Some purpose-driven firms insure employees against layoffs and may pay employees more or less than firms not offering such insurance. Whether purpose-driven firms offering layoff insurance pay employees more or less than purpose-driven firms not offering this insurance depends on the owner’s purpose-linked utility relative to the employee’s. (JEL D01, D21, D24, G03, G32)

Organizational Purpose and the Governance of Philanthropic Foundations

Organizational Purpose and the Governance of Philanthropic Foundations

ESM Adoption for Marketing Purposes in Organizations: The TOE Framework

This research, utilizing the technology-organization-­environment (TOE) framework, aimed to examine the roles of technological competence, top management support, coercive pressures, normative pressures, and mimetic pressures in the adoption of enterprise social media (ESM) for marketing purposes by organizations, and ultimately, in facilitating their relationship marketing practices. From 452 responses collected via an online survey across five organizations using ESM for marketing in Iran, 400 valid data points were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings revealed that technological competence, top management support, and mimetic pressures positively influence ESM implementation for marketing purposes. However, coercive and normative pressures were found to have no significant impact on ESM adoption for this purpose. Additionally, the study demonstrated that ESM implementation for marketing significantly impacts all components of relationship marketing practices. To the best of our knowledge, this is among the few studies addressing ESM adoption by organizations for marketing and external communications. Moreover, this study is the first to extend the advanced TOE framework to the domain of ESM implementation for marketing purposes.

Greening from within: the role of organisational purpose shift in building internal legitimacy for fossil fuel incumbents’ green innovation

ABSTRACT Green innovation that reduces harmful emissions and impacts on the natural environment is crucial in combatting the climate crisis. Yet, incumbents in carbon-intensive industries struggle with its development due to their lack of organisational commitment. We investigate how fossil fuel incumbents can overcome this obstacle and build internal legitimacy for green innovation. Through a longitudinal case study of a Norwegian oil major over 20 years, we highlight the important role of organisational purpose shift. We derive a process model of how fossil fuel incumbents can shift from a goal-based organisational purpose focused on profitability towards a duty-based purpose connected to sustainability-oriented values, building internal legitimacy for green innovation. Our study also demonstrates that organisational purpose shift, when only selectively and gradually realised, impedes full decarbonisation. We contribute to the literature on innovation studies by discussing how organisational purpose shift and internal legitimacy can enhance sustainable innovation in fossil fuel incumbents.

Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context

Leadership has been extensively studied in organizational contexts, with numerous theories examining how leaders influence success and employee engagement. Most recently, integrating organizational purpose—the core reason for an organization’s existence—into leadership has garnered substantial interest, resulting in the underdeveloped concept of Purpose-Driven Leadership. This paper presents a systematic review of Purpose-Driven Leadership in organizations. We employed the PRISMA guidelines and searched WoS and SCOPUS, identifying 58 relevant research papers for inclusion in our review. The success of Purpose-Driven Leadership, as a nexus of individual and organizational purposes, hinges on defining and implementing an organizational purpose that resonates at all levels, based on the inverted pyramid of purpose, from overarching organization to individual roles. Our review suggests several positive outcomes associated with Purpose-Driven Leadership. These include increased work engagement, where employees are more invested in their roles; enhanced organizational commitment, reflecting stronger loyalty to the organization; improved employee performance, demonstrating higher productivity and effectiveness; and overall organizational performance. Additionally, this leadership approach promotes a cohesive and motivated workforce by aligning individual goals with the broader organizational purpose, fostering a culture of collaboration and innovation. Several moderators were also identified, including effective purpose communication, impact perception, autonomy, and balance of work–life.

The Catholic university’s integral purpose: A multi-dimensional perspective

This study examines how contemporary frameworks of corporate purpose can inform the purpose of Catholic universities. It defines corporate purpose as a central objective that provides meaning to members and contributes to societal value, delineating inside-out and outside-in perspectives, and head, heart, and hands dimensions. Applying these frameworks to Catholic institutions, the paper discusses the importance of aligning purpose with Catholic beliefs, fostering intellectual inquiry, moral formation, and engagement with societal challenges. Then, it delves into how Catholic universities integrate organizational purpose with individual purposes both in Catholic and non-Catholic members. It examines the concepts of purpose fluidity and synergy, which enhance alignment between personal and organizational purposes. Strategies for promoting these concepts, such as clear communication and consistent management, are discussed. Ultimately, integrating these frameworks enhances our understanding of the multifaceted role of Catholic universities’ purpose in contemporary society.

ЭФФЕКТИВНОСТЬ ПРОТИВОЭРОЗИОННЫХ МЕРОПРИЯТИЙ ПРИ ОРГАНИЗАЦИИ ТЕРРИТОРИИ ПАШНИ

At this stage of the development of land management in the Russian Federation, forest reclamation measures, including the design of protective forest belts, play a special role in effectively combating wind erosion on arable land. The article analyzes the effectiveness of the creation of forest belts for the purpose of erosion control organization of the territory of the Pavlograd municipal district, calculates the assessment of the effectiveness of the placement of the projected field protection forest belt, the amount of capital investments, the payback period of design solutions, and also makes a feasibility study of the project proposal.